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vgr's profile
Venkatesh Rao
Venkatesh Rao
Venkatesh Rao
@vgr

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Venkatesh Rao

@vgr

Conversational account. For work follow @ribbonfarm, @breaking_smart, @artofgig. Tweets are 90% vacuous views, apathetically held. Mediocritopian. IKEA builder.

Los Angeles, CA
venkateshrao.com
Joined August 2007

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    1. Venkatesh Rao‏ @vgr Sep 21
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      “Culture” is the “miasma“ of management theories.

      4 replies 11 retweets 80 likes
      Show this thread
    2. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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      Replying to @vgr

      Disagree - I think it's easy to understand if a culture is broken and understand how to change it. It's actually just really hard to actually change it.

      1 reply 0 retweets 0 likes
    3. Venkatesh Rao‏ @vgr Sep 21
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      Replying to @NickPinkston

      That last clause means you don’t understand how to change it, and your idea of how it’s broken is a just-so theory that doesn’t work. What looks like “broken culture” is nearly always referred pain from something else invisible. “Culture” can’t actually break. It’s not a machine.

      2 replies 0 retweets 6 likes
    4. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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      Replying to @vgr

      In smaller orgs, the major issue is the board / C-suite not wanting to make hard choices: ie do a layoff + replace a lot of managers and start performance mgmt on ICs to turn the culture over. That's not an understanding problem, but a power/buy-in problem.

      1 reply 0 retweets 0 likes
    5. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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      Replying to @NickPinkston @vgr

      Culture can "break" as in get dysfunctional. The questions are: Are your values / org systems still valid for your current mission/strategy? Are you actually hiring people / running things according to these values? It's pretty straightforward to know these things actually.

      1 reply 0 retweets 1 like
    6. Venkatesh Rao‏ @vgr Sep 21
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      Replying to @NickPinkston

      You're describing certain problem diagnosis and solving behaviors that work for you in "culture" language, but it doesn't mean that's the "correct" way of thinking about them. It's a conceptual UI that works for you. IME it's a bad one that creates a cognitive tax.

      2 replies 0 retweets 0 likes
    7. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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      Replying to @vgr

      Tell me yours - this is how everyone I know thinks about it.

      1 reply 0 retweets 0 likes
    8. Venkatesh Rao‏ @vgr Sep 21
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      Replying to @NickPinkston

      You have a surprising reference set then. Almost nobody I work with thinks about it this way, possibly because I generally work with larger companies where "culture" has been reified into a culturewashing theater run by HR, and line execs use other frames to avoid that morass

      2 replies 0 retweets 0 likes
    9. Venkatesh Rao‏ @vgr Sep 21
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      Replying to @vgr @NickPinkston

      And in like half the cases I think of as really well-run effective companies, the "culture" crowd would call the culture toxic/bad/broken/dysfunctional etc. (and in fact do exactly that). They can't recognize that it's actually working beautifully. They just don't belong there.

      1 reply 0 retweets 0 likes
      Venkatesh Rao‏ @vgr Sep 21
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      Replying to @vgr @NickPinkston

      The huge weakness of "culture" as a reference frame is that "not a fit for me" is VERY easy to confuse for "broken and doesn't work at all." Nearly all cultures work. They just may not be working for you. The answer is rarely "fix culture", but to move.

      10:57 AM - 21 Sep 2020
      1 reply 0 retweets 0 likes
        1. New conversation
        2. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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          Replying to @vgr

          I'm definitely thinking of "culture works" = the goals are hit, not that it's a fit for an individual. To me culture/values must fit the strategy/mission on an org and the people are hired by their fit to that strategy/mission/culture/values.

          2 replies 0 retweets 0 likes
        3. Nick Pinkston  🌐‏ @NickPinkston Sep 21
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          Replying to @NickPinkston @vgr

          I would also say that most cultures of long-term businesses probably "work enough", but I wouldn't say most are high performance. Most companies managed poorly - ie could do better with different mgmt, culture, EEs, etc.

          0 replies 0 retweets 0 likes
        4. End of conversation

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